In less than two weeks SourceCon Fall 2017 kicks off in Austin, Texas, the land of live music, barbecue, 10 gallon hats and, oh yeah, Texas’ flagship public university. With a world-class cultural scene to go with pretty darn good weather, there are few better places to hang out for a few days for work in late-September.
Recruiting in Washington, DC is a world unto itself. In most cities, recruiters and talent professionals don’t have to worry about the intricacies of government bureaucracies, security clearances or how federal elections will impact the industries they work in or the available talent. But most cities are not home to one of the largest employers in the nation - the Federal Government of the United States.
There’s a common phrase in recruiting that now makes me shudder when I hear it. The phrase in question? Culture fit. “What’s so wrong with culture fit?” you ask.
Culture fit has become code for “do I get along with this person,” which, in turn, often really means "is he or she like me?" That’s a problem because we shouldn’t base hiring decisions on how much we like people or want to hang out with them. Choosing colleagues is not like choosing friends-- nor should it be. And that’s one reason the idea of culture fit can be so problematic.
On this episode of Hiring on all Cylinders, co-hosts Sean Simerly and Amina Moinuddin chat with Entelo Director of Sales Development, Justin Gandelman. The team covers the similarities between sales and recruiting, including why the capacity for effort could be the most important quality of all in successful hires, what Justin has learned from almost 500 interviews, and why no matter how hard you work, a lot of success in sales and recruiting can come down to timing (and follow up).
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Automation was the word on the tip of everyone’s tongue as talent acquisition leaders from the Seattle area gathered at Payscale’s offices just south of CenturyLink field for Recruiting @ Scale: Seattle. With nearby giants like Microsoft and Amazon pioneering new technologies almost daily and hiring the talent to fuel their innovations, Seattle recruiters are well-acquainted with the world of smart technologies.
But recruiting isn’t just about technology, even though it can feel that way sometimes. At its heart, recruiting is still about connecting people with opportunities and persuading them to take the leap to something new and exciting. And the truth is, that will probably never ever be fully automated. The key, then, for those of us in talent acquisition is to figure out how we can strategically leverage technology without losing the very human skills and attributes that make us effective recruiters in the first place.
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Every day humans collectively create the equivalent of 530,000,000 million digital songs or 250,000 Libraries of Congress worth of data. Data is quite literally everywhere. Every click, email, push notification, blog post, and Instagram upload is data. And that data is incredibly valuable.
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